Words: 1295
National University of Ireland, Dublin Bachelor of Business studies in Logistic & Supply Chain Management Intake 43 Group: D Module: MANAGEMENT OF ORGANIZATIONS (MO) Essay Title: MO ASSIGNMENT 1 Submitted by: POOH LEONE KIT student Number: 14203900 Lecturer: Dry Evelyn Ruche Submission Date: 09 FEB. 201 5 Word Count: Introduction According to Bars & Rue (2006), Human Resource Management (HARM) can be defined as a structure or a system of activities which serves to assist the company in the management of their employees at all levels within the organization effectively in order to attain the intended organizational goals.
The Human Resource (HER) Department oversees the management of employees’ welfare and company-related events within the organization. It is also responsible in areas such as handling employee recruitment, training, benefits and welfare based on individual work performances. In essence, HARM can be identified as the approaches, methods, and processes that influence employees’ etiquette, perspective and achievement (None et al. , 2014). Importance of HARM HARM plays a vital role in handling the relationship between the employer and employees.
The common practices are listed below which support various equines strategies today to further elaborate the importance of HARM: I. Selection and Recruitment Selection and recruitment is essential in providing human capital for the organization. According to Becker (1 964), human capital can be defined as the sum of a person’s knowledge, information, talent and skills which contribute to the achievement of organizational goals. Recruitment is an initiation by the organization to make themselves noticeable through job vacancies posted on newspaper articles, internet or social media etc. (None et al. , 2014).
Selection of appropriate candidates for the job through job analysis conducted by the HER department is also crucial. Job analysis is a process which provides the management team a platform to carry out recruitment process which includes reviewing resumes and conducting interviews to determine the suitability of an individual for a specific job requirement based on their skills (Desert, 2012). Therefore, establishing a suitable and strong working team to perform the necessary tasks above effectively will ensue the company with greater productivity and efficiency where more outputs are produced in proportion to input being used (None et al. 2014). Ii) Training and Development Evidently, recruitment of potential employees with the relevant skills and knowledge for effective contribution is necessary. However, the organization also has to invest a considerably amount of time and resources to provide training and development for the employees. Training and development enable employees to acquire the necessary knowledge and abilities to meet the current skills requirement and to fulfill the future needs of the organization. Furthermore, it provides the opportunities for upgrading in order to hold higher positions in the corporate ladder (None et al. 2014). At such, some local companies will send their employees to Singapore Development Agency (WAD) for upgrading courses or further studies related to their work aspects. Iii) Welfare and Compensation Attractiveness of the job scopes may be the key to draw people into the organization; however the salaries and the benefits of the company are also important factors of employment. People typically base their selection of jobs on criteria which provide satisfactory welfare and benefits.
Compensations and monetary benefits for worker assigned by the HARM could come in various forms such as adjustment of salaries, incentives and rewards given to the employees depending on their work performances, which constitute an importance aspect In attracting potential valuable employee to join the organization (Sweatshops, 2008). These incentives provided by the company not only ensure greater satisfaction Of the employees but also empower the employees to stay more committed and motivated at the workplace which can increase the likelihood of excellence in their work performances.
Major Challenge in HARM The most common and major challenge that all companies face will be the organizational ethics in HARM. Ethics can defined as the core moral beliefs of n individual and basic principles concepts of right and wrong (None et al I, 2014). Different people will have different sets of beliefs and values. Individual actions will affect one another and thus leads to certain ethical concerns in the organization. One of the challenges involved is to overcome the issue of favoritism or unequal treatment at the workplace.
According to Needle & Coalman (2006), favoritism in HARM can be defined as avoid favoring any individuals based on physical attractiveness or behaviors towards their superior in a servile or obsequious manner, but instead based n the ability in excelling his or her tasks related to work. According to (Tan F 201 3 peers. Com. , 20 Cot) is a case study based on a female employee- Ling who was in sales team of a banking corporation in Singapore. As her boss, David, was attracted by her sex appeal, he decided to promote Ling after the sales team performed well in achieving their sales target.
However, the efforts contributed by other members in the team were not recognized. Ling was continued showered with praises for her team achievements. Other members of the team felt uncomfortable blew and unfairly treated thus became despondent towards Ling. As a result, the performances of the other members of the team declined due with low morale, which ultimately lead to the leave of most team members where they contributed their expertise in other companies. Evaluation and Recommendation In order to deal with the anticipated challenge in HARM above more effectively, there are several ethical approaches that can be deployed for pre-emotion.
Firstly, an organization may choose to adopt a utilitarian approach on the treatment of all employees, whereby decisions are made based on the benefits of majority in the organization instead of individual interests (None et al. 2014). According to Fryer, M. (2009), “When faced a moral dilemma, utilitarian suggest the consideration of likely consequences of the various choices available so as to select the option that bring about the greatest of good. ” Hence, based on the case study above, utilitarianism supports the mastication of goods which could be adopted to guide the company through their moral deliberations.
Secondly, as None et al. (2014) denoted, the promotion of individual’s personal interests with should be with the condition of no negative consequences caused to the others according to the individualism approach in HARM context. However, from the case study, David did not practices the individualism approach rightfully due to his decision to promote Ling based on his own personal interests which in turn caused disagreements of team members. In fact, the situation would have been prevented, if the approach was practiced appropriately.
Lastly, justice approach should also be practiced at the workplace especially at the higher authoritative level so as to ensure that everyone could be treated fairly and receive the appropriate welfare at work (Greenwood, 2007). There are two dimensions of justice approach which include distributive justice and reoccurred justice (Greenberg, 1990). Distributive justice is related to the results of decisions made and the criteria used by organizations in decision- making, whereas procedural justice can defined as awareness for the fairness of decision-making processes and how the procedures are ratified (Tyler & Bladder, 2003).
Based on the case study, the company should therefore value all employees based on his or her essential skills or techniques, in relevance to the contributions made for the interest of the company and not interest of an individual. Conclusion From the case study, it is not only of utmost importance that the company agonize the necessity to find a group Of exceptional employees, but also the need to show recognition for the contributions of the other team members. In doing so, it will prevent the organization from facing a costly situation where the lost the trust of their employees and decline in the work performance.